No. An employee wanting to change their hours because they got a second job is not something you’re required to accommodate. Even so, we wouldn’t recommend immediately giving the employee an ultimatum to keep working their current schedule or resign. Instead, we’d suggest talking with your employee about different options to see what you can make work. They may have some scheduling flexibility with their new job. One of their coworkers at your organization may be willing to change or swap their shift. There may also be additional shifts with your organization they could work instead of seeking additional income elsewhere.
If you exhaust these options and are still unable to accommodate the employee’s requested schedule change, you may just need to tell the employee no and let them decide what to do.
Mistakes are an unfortunate reality of doing business, but mistakes with payroll are different – and potentially extremely problematic. When you overpay an employee, you lose money. When you underpay an employee, you agitate him or her – and could potentially face legal repercussions. These instances occur more frequently with hourly employees but can happen to salaried workers as well. Here’s how to handle each situation.
According to the Fair Labor Standards Act (FLSA), employers that make a one-time overpayment to an employee can recoup the overpayment by deducting that amount from the employee’s next paycheck. (Keep in mind state regulations can differ.) But don’t go rogue. Keep your employees informed by following these 4 steps:
Determine how much you overpaid the employee during the pay period.
Contact the employee you overpaid and breakdown the situation (no need to panic)
Inform them you plan to deduct the overpayment out of their next paycheck
Ask them if this will cause a financial burden (remember, when an employee receives extra money–whether they notice it or not–they may spend it right away).(If yes, try to arrange installments that you both agree on. This will hopefully reduce the changes of resentment.)
(If no, simply make the deduction.)
If an employee has been underpaid, it needs to be fixed as soon as possible. Follow our step-by-step guide to working out how to fix an underpayment:
- Work out how long the employee has been underpaid
- Work out how much the employee was actually paid
- Work out how much the employee should have been paid
- Calculate how much the employee has been underpaid
- Backpay the employee
- Keep up to date with future wage increases
Because the number one reason for overpayment or underpayment is human error, you should consider automating your payroll process if you haven’t already. To learn more about how Highflyer can help your company avoid complicated payroll mistakes, call us today or visit https://www.highflyerhr.com/our-solution/payroll/.
It depends. There are many reasons an employee may choose to use a job title on LinkedIn that is different than their official job title with your organization. For one, employees may feel that their job title doesn’t accurately or meaningfully describe the work they are doing. A job title that makes perfect sense internally may not be easily decipherable outside the organization. Numbered titles like Administrative Assistant 1 or 2 don’t, in themselves, tell you which one is higher. Trendy titles like Brand Evangelist may get overlooked in searches.